Affordable Care Act Compliance Issues to Watch in 2018
Regardless of whether the Republican-controlled House and Senate repeals, replaces or alters the Affordable Care Act (ACA), there are a number of rules and regulations employers must comply within 2018 and 2019 if they offer group health benefits to employees.

While it might be tempting to rush out and purchase long-term disability insurance for you and your employees, it’s important to know exactly what short-term or long-term disability insurance covers and what is the right fit for your employees.

Wondering how the changes to the Affordable Care Act (ACA) will affect you? You’ll have to be patient. The American Health Care Act (AHCA) bill is still in flux. Possible enhancements or repercussions are only educated guesses at this time.

Donald Trump has vowed to repeal Obamacare if elected president. Hillary Clinton would only make slight changes. As the debate continues, how would the repeal of Obamacare affect employers and their employees?

At the end of 2015, Congress gave a holiday gift to employers stressed out about the so-called Cadillac Tax—they delayed its implementation for two years. The tax, originally scheduled to go into effect in 2018, will now go into effect in 2020.

Premium increases for employer-sponsored family coverage are expected to remain modest in 2016, ranging from 6.8 percent for a health management organization
(HMO) to 7.8 percent for a preferred provider organization (PPO), according to the 2016 Segal Health Plan Cost Trend Survey released in September 2015.

Prescription drug costs rose by 12.6 percent in 2014 and by 10 percent in 2015 — well beyond the U.S. inflation rate. And in some extreme cases, specialty drug costs increased more than 5,000 percent. What can employers do to control these soaring costs?